Executive SummaryThe paper briefly discusses the recruitment and selection strategy of Business Development Officer. The paper is divided in to two parts. Part a, belongs to recruitment strategy and part b, belongs to selection strategy. Recruitment and selection of employees is a very important and quite difficult task for any organisation. Hence selection process should be kept simple and effective. Expectations and obligations should be discussed earlier with the new employees. Transparency of pay scales and succession plans is a greater factor which should be openly discussed and it keeps the recruitment and selection process perfect.
It is important for an organization to manage the right selection approaches that do not clash with the organisational culture and fulfill the needs of its workforce. Recruitment and SelectionIntroductionAccording to a recent article in USA Today, the majority of CEOs report that in five yes, when they look back at the most important decisions affecting their success, getting and retaining talent will have surpassed all other areas. (Cober, 2007; 479-494) Those other areas include executing business plans and improving customer service. In another recent USA Today article, 46 percent of CEOs report the scarcity of qualified employees is one of the three biggest obstacles to their success.
Attracting and hiring the tight employees is the first step to building a solid and effective safety culture. Employers have some unique challenges to consider if safety- and health issues are to be taken seriously by employees. Attracting the right employee is very different today than it was years ago. As the workforce shrinks, the makeup of the workforce is changing drastically. There are more women and minorities in the workplace than ever before.
Experts say this is a trend that will continue into the future. Business and educational institutions are experiencing challenges such as increased competition, globalization, emerging technology, resource constraints, and the consequences of unethical behavior. Leaders in business and education are more often recognizing the importance of being customer focused by identifying and separating value-added and nonvalue-added activities by and in collecting information for performance evaluation and continuous improvement. The paper covers two important steps of HR hiring process 1) Recruitment Strategy 2) Selection StrategyRecruitment StrategyKey Selection Criteria: Despite all of the workplace flexibility and family-friendly policies offered by companies today, many challenges still exist in attracting, hiring, and retaining the "best and brightest. " Unfortunately, many employers -11 are hiring just to fill "spots, " especially in labor, manufacturing, and service jobs.
The pool of candidates can be quite diverse, ranging from Generation X and Y (the future labor pool) to immigrants speaking English as a second language. (Malone, 2000, 162) Issues such as cultural and language barriers and high illiteracy rates can make it even more challenging for employers to meet staffing needsLeader’s RoleA comprehensive set of leading and lagging measures or indicators tied to student, stakeholder, or organizational performance requirements should be chosen and represent a clear basis for aligning all plans, processes, measures, and proposed actions with the organization's goals and priorities; for monitoring actual performance; and for providing a basis for improving student, operational, and financial performance (Malcolm Baldrige National Quality Award Program, 2003).